Employment Law/Paycheck Distribution

QuestionI work for a home health services company in Minnesota. I believe it is privately owned. We are paid every 2 weeks. Paychecks for main office employees ONLY are either given to or picked up by the employee on payday Friday, while ALL OTHER employees' paychecks are mailed. At one time non-office employees were allowed to pick up their paycheck at the main office before 4:00p on payday Friday. This practice was discontinued. Non-office employees must now wait until their check is delivered via U.S. mail, which at times takes up to 3 or more days. Is it fair to offer office employees the ability to receive their paycheck on payday Friday while all other non-office employees much wait on the U.S. mail for theirs? The company does not offer direct deposit.
Thank you.

AnswerIf you are willing to go to the main office and pickup you paycheck I see no reason why that is not allowed. I would ask them to allow you to do this. If they do not than I would call the Department of labor and let them know what is going on. They may ask the company to prepare the checks 3 days sooner so they arrive on payday instead of 3 days after payday. They will speak to your company about this and more than likely you will be allowed to pick your check up at the main office.

Expertise

I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state.
If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency.
Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources.
Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).